Performance management process
- Agents rostered once shrinkage is added
- 117.6
- Workload in the interval, hours
- 35.00
- Agents the raw workload needs
- 70.00
The numbers on this page come from the inputs you enter and the method stated: 3,600 seconds to an hour, 52 weeks to a year, twelve months to a year, and nothing else. No industry shrinkage figure, no occupancy benchmark and no assumption about your attrition; every one of those is yours to enter.
The performance management process is the calendar and the paperwork an employer runs so that every person is rated, told and, where it matters, paid on the same basis. On Orgplanly it runs against the org plan rather than beside it: the roles on the plan are the population the cycle covers, the managers on the plan are the people who owe the conversations, and the record of who was reviewed and when is kept against the same roles the headcount plan is built from. This section is about running that cycle. The appraisal document itself, the wording, the comment libraries and the review forms, is a separate subject and a separate product.
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Decide the cadence before anything else
Annual, twice yearly, quarterly or continuous is the decision that sets every cost downstream. Each cycle costs each manager a conversation and a write-up per report, so a quarterly cycle is four times the manager hours of an annual one for the same headcount. Work that number from your own span of control before you pick, because the cadence that fails is always the one nobody costed.
Size the cycle against the org plan
The population is the roles on the plan, not a guess. Count reports per manager, multiply by the conversations each owes in the window, add the write-up time and the calibration meeting, and you have the hours the cycle will take out of the operating month. On Pro the count comes from the plan itself, so it moves when the plan does rather than when somebody remembers to update a spreadsheet.
Run the conversation, then record what it decided
A cycle that produces ratings and no record of the reasoning is one nobody can defend six months later, which is when it is asked about. Keep the date, the rating, what was agreed and who agreed it against the person and the role. That record is the half of this that survives a manager leaving, and it is what the subscription keeps.
Read the process, not just the ratings
Completion rate, days late, spread of ratings by manager and the share of reports whose conversation actually happened are the measures that say whether the process is working. They are about the cycle rather than about the people, which is why they belong to the HR owner and not to any one manager.
Everything this feature does in Orgplanly
- Continuous performance management
- Pay for performance
- Performance improvement
- Performance gap
- Performance and compensation management
- Performance compensation management
- Performance management training for managers
- Performance management in HRM
- HR metrics for performance management
- HR tools for performance management
Performance management process: common questions
Does this replace an appraisal form? No. The form, the wording and the comment library are the appraisal product's subject. This section is the cycle around the form: who is covered, how often, what it costs in manager hours and what is kept afterwards.
How often should a performance cycle run? Often enough that the conversation is about something recent and rare enough that managers can actually do it. Cost the manager hours for each option against your own span of control first; the answer is usually the most frequent cadence your managers can complete on time.
Where does the headcount plan come into it? It is the population. The roles on the plan are who the cycle covers, and the managers on the plan are who owes the conversations, so a cycle sized from the plan stays right when the plan changes.
What does Orgplanly actually keep? The roles, the plan versions, and the cycle record against them: who was reviewed, when, by whom and what was agreed, exported with the plan rather than kept in a separate tool.
Orgplanly Pro
Keeping what you make
The worksheet answered today's question. Pro keeps the answer: the plan you just worked saved against the team it belongs to, re-opened at the next review instead of rebuilt, branded and exported for the budget meeting.
- Download the finished checklist or intake form as a file the client accepts
- The paperwork goes out clean, without the Kickoffo watermark
- Re-use the checklist for the next client instead of rebuilding it
- Your firm's logo on every checklist and form you send
- Export every client's onboarding at once when the account review or the buyer asks
- Send the plan for review from the record, not a spreadsheet
- Not part of Orgplanly today; your billing stays where it is
- Not part of Orgplanly today; your ledger stays where it is
$90per month, whole team
Start Orgplanly Pro Free for 14 days. No card needed. PricingThe first 14 days are free and no card is asked for. Add a card during the trial and the first charge is on the day it ends; do not, and your workspace becomes read-only with nothing deleted. Orgplanly Pro renews monthly at $6.50 per user per month until you cancel; the price and renewal terms are shown before checkout.